By:  Ashley K. Laken, Esq.

 On Wednesday, November 12, 2014, NLRB General Counsel Richard Griffin, NLRB Board Member Harry Johnson, and EEOC Commissioner Chai Feldblum participated in a panel discussion that touched upon employers’ use of social media during the hiring process.  Their remarks highlighted the need for employers to be cautious about looking at

By: Bradford L. Livingston, Esq.

In previous posts about possible unionization by Northwestern University’s scholarship football players, I likened the National Labor Relations Board (“NLRB”) to referees who had committed a false start penalty and showed how the union’s game wasn’t just against Northwestern. This time – in a gridiron battle of acronyms worthy

By: Bradford L. Livingston, Esq.

After last week’s post “College Football Unions: Throw the Flag for a False Start,” several readers asked what might happen if the NLRB is eventually upheld in finding that Northwestern University’s scholarship football players are “employees” under Section 2(3) of the National Labor Relations Act and therefore

By Sarah K. Hamilton, Esq.

In Norquay Construction, Inc., 359 NLRB No. 93 (2013), the Board recently held that an employer violated Section 8(a)(1) of the National Labor Relations Act when a project manager employed by the non-union company physical assaulted a union representative in response to his Section 7 protected activity. Notably,